Flexible Workforce Model for a Global Beauty Manufacturer

About the client.

The client is a global manufacturer of beauty products.

The challenge.

For over 20 years, Adecco has worked in close partnership with the client as the onsite recruitment provider for its UK manufacturing operation, evolving the approach in line with business and market changes.

Building on this foundation, in 2023 we led a collaborative review of the operating model to strengthen workforce agility while safeguarding operational standards.

Priorities included:

• Scalable shopfloor operations that could flex with demand peaks and downturns.
• Clear cost control and savings, backed by measurable improvements.
• Improved reporting visibility and stronger forecasting to support decision-making.
• Consistent and improved onboarding, induction, and training.
• An enhanced associate experience, supported by clearer communications, engagement and wellbeing activity.
• Added partnership value through ED&I and other social value initiatives
• Supporting a major on-site operational change as the client transitioned to a 24/5 operating model.

Our solution.

Adecco delivers a fully managed contingent workforce solution with a dedicated team and on-site presence.

Recently, we have worked collaboratively with the client to strengthen the partnership through an evolved approach to on-site delivery, the introduction of new tools and ways of working, and the use of structured workshops to drive improvement.

Flex Working Model

A key evolution was shifting from a static approach, in which the site would routinely request a fixed number of workers, to a more responsive, agile workforce model aligned with real demand.

Adecco introduced a flex pool, enabling the client to:

Scale labour up or down based on daily requirements.

Reduce excessive hiring and wasted costs.

Maintain a reliable talent pool ready for short-notice changes.

Following the introduction of the flex working model in 2023, cost-saving initiatives were launched and tracked, resulting in over £200k in savings in Q2. By the end of 2023, the programme had delivered over £750k in savings against an internal target of £500k, with a commitment to further savings in future.

Technology and Visibility

In 2023, Adecco upskilled the onsite team on Planbition, a cloud-based workforce management software and mobile app. This enabled real-time shift visibility, streamlined holiday bookings, geofencing clock-in, and improved day-to-day planning and access for workers.

The system was carefully enhanced and tailored to the client’s needs, complemented by our Engage platform to support shop-floor one-on-ones and real-time feedback.

To improve visibility and reduce manual reporting, we launched Power BI-enabled KPI dashboards to provide client stakeholders with a clearer snapshot of key metrics in real time. This approach helped standardise performance reporting and strengthen decision-making through clearer, more accessible data.

Hiring at Scale

During one particularly high surge in demand in 2024, we launched a six-week recruitment drive, delivering a high-volume pipeline through 11 assessment centres:

874 applications

560 screened

310 invited

245 attended

207 confirmed to start

This helped build the capacity needed to support production requirements at pace. When demand dipped, the team’s focus turned to retention and maintaining engagement. The team managed structured communications to over 270 workers, achieving a 90% intent to return in future.

Supporting Major Operational Change

At the start of 2024, the client moved to a 24/5 operating schedule. Adecco supported with site announcements, two days of structured breakout sessions, and other ongoing support during the transition.

The team improved the associate experience through clearer, more proactive communication, including FAQs, structured process updates, and monthly newsletters detailing benefits, holiday guidance, and key changes.

This approach helped protect stability, with over 83% of associates remaining in their roles.

Structured Evolution Workshops

A core feature of the partnership is regular, structured reviews to identify and implement improvements. From the outset, the team committed to running at least two improvement workshops per year. These have covered areas such as:

Flex pool evolution

Holiday management

Cost savings aligned to site priorities

Onboarding, assessment centre and training improvements

Invoice simplification

Other on-site priorities, including workwear changes.

This approach ensures the onsite model continues to move forward, supporting consistent progress toward operational goals.

Strengthening Assessments, Onboarding and Training

Working in close conjunction with client stakeholders, the team worked to:

Identify areas for improvement across training, onboarding, and induction, through quality and training workshops.

Redesign assessment content, including icebreakers, skills drills, and functional skills tests.

Support refreshers and standards aligned to good manufacturing practices (GMP).

Provide tailored risk assessments and implement preventative measures to protect onsite workers.

At the start of 2024, Quality and training workshops identified 16 onboarding, 20 induction and 24 training improvement focus areas.

Enhancing Worker Engagement and Experience

Alongside operational delivery, the team has worked to strengthen communication and employee engagement. Activity has included regular updates, more structured communications, and ongoing wellbeing and ED&I activity delivered in collaboration with stakeholders.

Enhanced communication efforts have contributed to a 61% reduction in pay queries, significantly improving the day-to-day experience for associates and reducing workload for onsite teams.

Inclusive Hiring – UK Refugee Programme

Adecco has also supported the client’s inclusive hiring ambitions through partnerships with a UK refugee hiring programme and two similar organisations.

The goal was to support refugees in gaining employment on the client’s manufacturing assembly line. The client recognised that hiring refugees would not only be a socially responsible action, but also a strategic business decision to overcome labour shortages.

Adecco support included:

Inclusive language optimisation for candidate comms.

An accessible online platform to track candidate progress.

Three on-site assessment centre sessions.

Enhanced, tailored Right to Work support for candidates.

19 candidates were hired as part of the flex-pool, with full feedback provided to unsuccessful candidates along with an opportunity to reapply in future. Thanks to the programme, the client was able to address factory labour shortages and leverage cultural diversity in the workplace, adding fresh perspectives and skills.

Adecco is now sharing our approach to inspire other companies to adopt a positive stance on hiring refugees.

Additional Social and Partnership Value

The team have also run Adecco wellbeing and ED&I sessions, including:

Men’s mental health

Breast Cancer Awareness

Imposter Syndrome

Menopause

Several sessions were hosted by Helen Tomlinson, Head of Talent and Inclusion at The Adecco Group and Former Government Menopause Champion, including one at the client’s head office. Helen was specifically requested by client stakeholders, underscoring the reputational expertise Adecco can provide to clients seeking to educate their workforces.

These sessions helped to reinforce engagement and position the Adecco team as a proactive partner beyond operational delivery.

Key results.

In early 2026, Adecco were awarded a contract renewal, testament to the team’s consistent hard work and delivery. Significant results across the partnership include:

• Over £750k cost savings achieved in 2023 against a £500 target.
• 1.42% average attrition across 2025, an industry-leading score maintained well below the industry average.
• Green status achieved across all KPIs via the revised Power BI dashboard.
• Planbition app and Engage successfully implemented, improving the worker experience.
• 61% reduction in pay queries via structured worker comms and FAQs.
• 5% operational efficiency gains confirmed by the client from enhancements implemented from onboarding, assessment, and training workshops.